HR Course

Lesson 1 • Core HR Functional Areas Overview

Maps the primary HR domains: talent acquisition, development, remuneration, and employee relations. Provides a framework for understanding how each area interconnects.

Lesson 2 • Ethical Standards and Professional Conduct

Covers the ethical obligations HR professionals hold toward employees, employers, and society. Grounds all HR practice in principled decision-making.

Lesson 3 • HR Metrics and Basic Analytics

Introduces key HR metrics such as turnover rate, time-to-fill, and engagement scores. Builds data literacy needed for evidence-based HR decisions.

Lesson 4 • Defining HR's Role in Organisations

Examines how HR functions as both an operational and strategic partner. Sets the conceptual baseline for all subsequent HR competencies.

Lesson 1 • Job Analysis and Role Design

Covers methods for analysing jobs and writing accurate job descriptions and specifications. Accurate role design drives effective recruiting and performance management.

Lesson 2 • Offer Management and Onboarding

Covers offer negotiation, pre-boarding communication, and structured onboarding programmes. Ensures new hires reach productivity faster and reduces early attrition.

Lesson 3 • Sourcing and Employer Branding

Explores active and passive sourcing channels and the role of employer brand in attracting talent. Directly supports candidate pipeline development.

Lesson 4 • Strategic Workforce Planning

Teaches demand and supply analysis to anticipate talent gaps. Connects workforce planning to organisational strategy established in Chapter 1.

Lesson 1 • Variable Pay and Incentive Programmes

Examines short-term and long-term incentive designs including bonuses and equity plans. Teaches how to tie variable pay to measurable employee performance outcomes.

Lesson 2 • Job Evaluation and Pay Structures

Covers point-factor and market-pricing job evaluation methods and grade structure design. Provides the technical foundation for internally equitable pay systems.

Lesson 3 • Total Rewards Philosophy and Strategy

Defines total rewards as the integration of pay, benefits, recognition, and work experience. Aligns remuneration strategy with organisational goals from Chapter 1.

Lesson 4 • Pay Equity and Compliance Fundamentals

Addresses pay equity analysis, transparency practices, and regulatory compliance obligations. Builds awareness of legal risk and fairness imperatives in remuneration.

Lesson 1 • Goal Setting and Cascading Objectives

Teaches SMART goals, OKRs, and cascading alignment from organisational to individual level. Connects individual effort to strategic outcomes introduced in Chapter 1.

Lesson 2 • Ongoing Feedback and Coaching

Covers models for delivering real-time feedback and manager coaching conversations. Builds the interpersonal skills that sustain continuous employee performance improvement.

Lesson 3 • Performance Appraisal Design and Delivery

Addresses rating scale design, calibration sessions, and bias mitigation in appraisals. Ensures evaluations are consistent, defensible, and legally sound.

Lesson 4 • Performance Management Frameworks

Compares traditional annual reviews with continuous performance models. Establishes the design principles that guide all subsequent performance management topics.

Lesson 1 • Delivery Methods and Learning Modalities

Compares facilitator-led, e-learning, blended, and on-the-job learning approaches. Helps learners select the right modality for each training context.

Lesson 2 • Training Needs Analysis

Teaches organisational, task, and person-level needs analysis methods. Ensures L&D investments target real performance gaps identified through data.

Lesson 3 • Leadership and Career Development Programmes

Covers succession planning, high-potential identification, and leadership development pathways. Connects individual growth to organisational talent pipeline needs.

Lesson 4 • Measuring Training Effectiveness

Applies Kirkpatrick's four levels and ROI methodology to evaluate training outcomes. Builds the evaluation skills needed to justify L&D investment to leadership.

Lesson 1 • Equal Employment and Anti-Harassment

Covers protected class frameworks, harassment definitions, and employer liability standards. Teaches how to design prevention programmes and respond to complaints.

Lesson 2 • HR Policy Development and Handbooks

Teaches how to draft, review, and communicate HR policies and employee handbooks. Policies serve as the primary compliance documentation tool for the organisation.

Lesson 3 • HR Compliance Audits and Risk Management

Covers internal HR audit methodology, risk prioritisation, and corrective action planning. Builds proactive compliance management skills to reduce organisational exposure.

Lesson 4 • Employment Law Fundamentals

Introduces the major categories of employment law: anti-discrimination, wage and hour, and leave. Provides the legal literacy foundation for all compliance-related HR work.

Lesson 1 • Workplace Investigations

Provides a step-by-step framework for conducting fair, thorough, and documented investigations. Teaches how to handle complaints of misconduct, harassment, and policy violations.

Lesson 2 • Employee Engagement and Culture Building

Covers employee engagement drivers, culture assessment tools, and action planning from survey data. Connects culture health to retention and employee performance outcomes.

Lesson 3 • Employee Relations Fundamentals

Defines the employee relations function and its role in maintaining a productive workplace. Establishes the legal and ethical boundaries that govern ER practice.

Lesson 4 • Conflict Resolution and Mediation

Teaches interest-based conflict resolution and informal mediation techniques for workplace disputes. Reduces escalation and preserves working relationships.

Lesson 1 • Organisational Design and Restructuring

Covers organisational design principles, span of control, and restructuring project management. Equips HR leaders to guide structural changes that improve organisational effectiveness.

Lesson 2 • Change Management and Transformation

Applies Kotter and Prosci change models to HR-led transformation initiatives. Teaches stakeholder engagement and resistance management for large-scale change.

Lesson 3 • HR Strategic Planning and Business Alignment

Teaches how to build a multi-year HR strategy linked to business objectives and competitive context. Integrates all prior HR functional knowledge into a unified strategic plan.

Lesson 4 • Measuring HR's Strategic Impact

Teaches HR scorecard design, workforce ROI analysis, and executive reporting techniques. Enables HR leaders to demonstrate the business value of HR investments.